August 15, 2025 • 13 mins
Join Manya Shukla’s show to learn about latest trends on HR and on Personal growth
This show is titled
"Performance Management”
Source: https://www.aihr.com/blog/what-is-performance-management/
Radio.NewHeightsEducation.org
Info@NewHeightsEducation.org
Become a supporter of this podcast: https://www.spreaker.com/podcast/new-heights-show-on-education--4114185/support.
This show is titled
"Performance Management”
Source: https://www.aihr.com/blog/what-is-performance-management/
Radio.NewHeightsEducation.org
Info@NewHeightsEducation.org
Become a supporter of this podcast: https://www.spreaker.com/podcast/new-heights-show-on-education--4114185/support.
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:42):
Good evening everyone, Welcome to the New Heights Show on education.
My name is Manya Shukla and you are with me
on the another episode of Empowering HR within the Workforce,
your go to podcast for the every world God of HR.
This podcast is the way of sharing insights on building
a more effective and efficient workforce while also focusing on
(01:06):
your personal growth. If you tune into our previous episode,
thank you so much for your support. We talked about
organization structures. If you missed it, be sure to check
it out. Imagine this, your boss gives you your performance review.
(01:28):
There are parts where you performed well, but there are
parts where you didn't hit the benchmark. There are expectations
from you, but you don't know how to achieve these expectations,
how to make your performance better and how to fill
the area where you are lacking. Today we will discuss
(01:49):
about the same. We will discuss about performance management. Performance
management not only helps you to achieve your goals, but
it also helps you to excel in it. While researching
about this topic, I came across some excellent insights from
(02:11):
academic innovate Sorry academic to innovate HR that I would
love to share with you. According to academic to innovate
HR Willis Stower. Watson's study found that company companies using
performance management program effectively are one point five times as
(02:33):
likely to outperform their competitors financially and one point two
five times as likely to see an increase in employee productivity.
So let's see why performance management is important. Number one
is it can create a competitive advantage while UH like
(03:00):
employers continuously monitor the performances of their employee and making
them aware of their gaps and try to fill in
the gaps. It can create our learning and a growth
oriented environment where employee can take the best out of them.
Number two is increased employee engagement. Again, with clear and
(03:26):
continuous communication about their performances, it makes employee feel valued
and recognize. This makes them to involve more in the
tasks and welcome the constructive feedback. Number three I have
here is higher employed retention. So when employee sees that
(03:48):
he's getting a good growth and learning opportunity, they tend
to stay longer. The fourth one I have here is
culture feedback and trust. Transparent feedback and performer with a
transparent feedback on performance and taking initiative to improve the
performance reflects a lot about organization's positive culture in culture environment,
(04:13):
and it also focuses like how how the organization is
also tend to UH tend to provide you a personal
UH development and a personal guidance on your on your
career development. The fifth one I have here is improved
organizations performance. When each employee is improving and giving their best,
(04:39):
it results in overall performance.
Speaker 2 (04:41):
Improvement and success.
Speaker 1 (04:46):
Now let's see what are the stages of performance management.
Number first stage is planning, so this stage can be
described as setting the expectation with employees. After reconfirming the
expect a manager should set the goals and performance parameters
together with employee. Number two is monitoring. As the name suggests,
(05:10):
at this stage, the manager monitors their performance and provide
a crucial and critical feedback.
Speaker 2 (05:18):
The third one is developing.
Speaker 1 (05:20):
In this stage, if there are any gaps, so in
this stage those gaps are addressed. If there is any
potential for further improvement, that is discussed here. If the
employee needs any specific training, that can also.
Speaker 2 (05:34):
Be discussed here.
Speaker 1 (05:37):
The fourth one is rating and rewarding, So this is
the final stage of performance management where you will get
rewarded for your efforts hard work, hard and smart work
throughout the year. This step helps you to quantify your
efforts and it can also provide the value to your
order to your contribution. Before moving to the next segment,
(06:03):
let's take a quick break.
Speaker 2 (06:04):
We will be back shortly.
Speaker 3 (06:11):
Are you enjoying the New Heights Show on education. If
you love our show, please consider liking and following us
on your favorite podcast player. To learn more, visit radio
dot New Heights Education dot org or email us at
info at New Heights Education dot org. Listen in on
Wednesdays for Education in the News with hosts pam La
(06:34):
Clark at six pm and Fridays for our Empowering HR
and the Workforce with host Manya Shukla at seven pm.
And don't forget to check out our organization's website for
the latest updates on courses, reading programs, comic books, magazines,
informational services and happenings, or even to learn how you
(06:57):
can become a volunteer considered own need to our calls
at www. New Heights Education.
Speaker 1 (07:10):
Well, come back everyone, So before before the break, we
discussed about the stages of performance development. Uh, performance management. Sorry,
now let's discuss about the methods of performance develop performance management.
Speaker 2 (07:26):
Somber.
Speaker 1 (07:27):
Number one is a goal setting so as the name suggests,
goal setting is a common method of performance management. It
gives employee the clarity and the motivation. It also gives
them the guidance on how to prioritize their tasks in
everyday work life to reach their goals. Number two is
(07:48):
continuous performance management, so it is the method where managers
and employees discussed the discussed like discuss employees work performance
and go on a continual basis throughout the year. With
feedback occurring more frequently, employees and managers are able to
(08:08):
build a more stronger sorry build a stronger foundation of
trust and authenticity which promotes a healthier working environment a
working relationship. The third one is management by objective. It
allows manager to assess the job requirement of a role
(08:30):
and see how they align with organization organizational objectives, then
set realistic goal for employees to achieve. The fourth one
I have here is three sixty degree feedback. It is
a performance management method where an employee receives a feedback
(08:50):
from their managers, peers, and self evaluation. This method is
helpful because in this employee also knows like where like
where he is standing standing right now in terms of
the progress and what to expect in his report. The
fifth one is performance appraisals. Managers will often prepare thoughtful
(09:16):
feedback relating to all the area like all areas of
employees' performance, identifying their strength, weaknesses and key areas of improvement.
It can happen annually, by annually or quarterly and involves
one to one meeting. Now let's see some example of
(09:39):
performance management. So number one example I have is from Deloitte.
So Deloitte rolled out a pilot program management program, the
Sorry Pilot Performance Management Program that encourages team managers to
have a frequent check in with team with team members
about their performance, priorities and strengths. Surveys completed by employees
(10:03):
help team leaders to understand the process from their perspective
and make improvements. Custom career development plans were created for
our employees and everyone was provided with a career coach
to help them develop. This process helped particularly the underperforming
(10:24):
employees to make them aware of where they sit in
relation to their to their colleagues, listen to constructive feedback,
and to take action. With this example, we can see
how constant and frequent communication and feedback can result in
(10:45):
building a great environment for employees.
Speaker 2 (10:50):
The second example I have.
Speaker 1 (10:51):
Is from IKEA. So I CAA aimed to boost its
business performance by strengthening management and leadership skills and train
the trainer. Performance management coaching program was created for them
and rolled out to seven fifty managers and supervisors across
the UK. This included an interactive seminar developmental and development
(11:16):
like developing coaching skills. The result is the result was
the departments with manager with managers who attended performance management
coaching training saw a five percent KPI increase and went
from sixty person score in management ability to ninety.
Speaker 2 (11:35):
Persons score across the board. So these are the.
Speaker 1 (11:40):
Two examples which reflects that how important performance management is
for the success of your career plan and the success
for your organization as well. So that's sold for the
today's that's all for today's EPI, so I hope it
(12:01):
helps you to improve your performance and achieve your goals.
Remember that it's never too late to start working on
your weakness to achieve your desired goal. Again, thank you
so much for tuning in, and I hope that you
have a great weekend, thank you, and have a nice day.
Good evening everyone, Welcome to the New Heights Show on education.
My name is Manya Shukla and you are with me
on the another episode of Empowering HR within the Workforce,
your go to podcast for the every world God of HR.
This podcast is the way of sharing insights on building
a more effective and efficient workforce while also focusing on
(01:06):
your personal growth. If you tune into our previous episode,
thank you so much for your support. We talked about
organization structures. If you missed it, be sure to check
it out. Imagine this, your boss gives you your performance review.
(01:28):
There are parts where you performed well, but there are
parts where you didn't hit the benchmark. There are expectations
from you, but you don't know how to achieve these expectations,
how to make your performance better and how to fill
the area where you are lacking. Today we will discuss
(01:49):
about the same. We will discuss about performance management. Performance
management not only helps you to achieve your goals, but
it also helps you to excel in it. While researching
about this topic, I came across some excellent insights from
(02:11):
academic innovate Sorry academic to innovate HR that I would
love to share with you. According to academic to innovate
HR Willis Stower. Watson's study found that company companies using
performance management program effectively are one point five times as
(02:33):
likely to outperform their competitors financially and one point two
five times as likely to see an increase in employee productivity.
So let's see why performance management is important. Number one
is it can create a competitive advantage while UH like
(03:00):
employers continuously monitor the performances of their employee and making
them aware of their gaps and try to fill in
the gaps. It can create our learning and a growth
oriented environment where employee can take the best out of them.
Number two is increased employee engagement. Again, with clear and
(03:26):
continuous communication about their performances, it makes employee feel valued
and recognize. This makes them to involve more in the
tasks and welcome the constructive feedback. Number three I have
here is higher employed retention. So when employee sees that
(03:48):
he's getting a good growth and learning opportunity, they tend
to stay longer. The fourth one I have here is
culture feedback and trust. Transparent feedback and performer with a
transparent feedback on performance and taking initiative to improve the
performance reflects a lot about organization's positive culture in culture environment,
(04:13):
and it also focuses like how how the organization is
also tend to UH tend to provide you a personal
UH development and a personal guidance on your on your
career development. The fifth one I have here is improved
organizations performance. When each employee is improving and giving their best,
(04:39):
it results in overall performance.
Speaker 2 (04:41):
Improvement and success.
Speaker 1 (04:46):
Now let's see what are the stages of performance management.
Number first stage is planning, so this stage can be
described as setting the expectation with employees. After reconfirming the
expect a manager should set the goals and performance parameters
together with employee. Number two is monitoring. As the name suggests,
(05:10):
at this stage, the manager monitors their performance and provide
a crucial and critical feedback.
Speaker 2 (05:18):
The third one is developing.
Speaker 1 (05:20):
In this stage, if there are any gaps, so in
this stage those gaps are addressed. If there is any
potential for further improvement, that is discussed here. If the
employee needs any specific training, that can also.
Speaker 2 (05:34):
Be discussed here.
Speaker 1 (05:37):
The fourth one is rating and rewarding, So this is
the final stage of performance management where you will get
rewarded for your efforts hard work, hard and smart work
throughout the year. This step helps you to quantify your
efforts and it can also provide the value to your
order to your contribution. Before moving to the next segment,
(06:03):
let's take a quick break.
Speaker 2 (06:04):
We will be back shortly.
Speaker 3 (06:11):
Are you enjoying the New Heights Show on education. If
you love our show, please consider liking and following us
on your favorite podcast player. To learn more, visit radio
dot New Heights Education dot org or email us at
info at New Heights Education dot org. Listen in on
Wednesdays for Education in the News with hosts pam La
(06:34):
Clark at six pm and Fridays for our Empowering HR
and the Workforce with host Manya Shukla at seven pm.
And don't forget to check out our organization's website for
the latest updates on courses, reading programs, comic books, magazines,
informational services and happenings, or even to learn how you
(06:57):
can become a volunteer considered own need to our calls
at www. New Heights Education.
Speaker 1 (07:10):
Well, come back everyone, So before before the break, we
discussed about the stages of performance development. Uh, performance management. Sorry,
now let's discuss about the methods of performance develop performance management.
Speaker 2 (07:26):
Somber.
Speaker 1 (07:27):
Number one is a goal setting so as the name suggests,
goal setting is a common method of performance management. It
gives employee the clarity and the motivation. It also gives
them the guidance on how to prioritize their tasks in
everyday work life to reach their goals. Number two is
(07:48):
continuous performance management, so it is the method where managers
and employees discussed the discussed like discuss employees work performance
and go on a continual basis throughout the year. With
feedback occurring more frequently, employees and managers are able to
(08:08):
build a more stronger sorry build a stronger foundation of
trust and authenticity which promotes a healthier working environment a
working relationship. The third one is management by objective. It
allows manager to assess the job requirement of a role
(08:30):
and see how they align with organization organizational objectives, then
set realistic goal for employees to achieve. The fourth one
I have here is three sixty degree feedback. It is
a performance management method where an employee receives a feedback
(08:50):
from their managers, peers, and self evaluation. This method is
helpful because in this employee also knows like where like
where he is standing standing right now in terms of
the progress and what to expect in his report. The
fifth one is performance appraisals. Managers will often prepare thoughtful
(09:16):
feedback relating to all the area like all areas of
employees' performance, identifying their strength, weaknesses and key areas of improvement.
It can happen annually, by annually or quarterly and involves
one to one meeting. Now let's see some example of
(09:39):
performance management. So number one example I have is from Deloitte.
So Deloitte rolled out a pilot program management program, the
Sorry Pilot Performance Management Program that encourages team managers to
have a frequent check in with team with team members
about their performance, priorities and strengths. Surveys completed by employees
(10:03):
help team leaders to understand the process from their perspective
and make improvements. Custom career development plans were created for
our employees and everyone was provided with a career coach
to help them develop. This process helped particularly the underperforming
(10:24):
employees to make them aware of where they sit in
relation to their to their colleagues, listen to constructive feedback,
and to take action. With this example, we can see
how constant and frequent communication and feedback can result in
(10:45):
building a great environment for employees.
Speaker 2 (10:50):
The second example I have.
Speaker 1 (10:51):
Is from IKEA. So I CAA aimed to boost its
business performance by strengthening management and leadership skills and train
the trainer. Performance management coaching program was created for them
and rolled out to seven fifty managers and supervisors across
the UK. This included an interactive seminar developmental and development
(11:16):
like developing coaching skills. The result is the result was
the departments with manager with managers who attended performance management
coaching training saw a five percent KPI increase and went
from sixty person score in management ability to ninety.
Speaker 2 (11:35):
Persons score across the board. So these are the.
Speaker 1 (11:40):
Two examples which reflects that how important performance management is
for the success of your career plan and the success
for your organization as well. So that's sold for the
today's that's all for today's EPI, so I hope it
(12:01):
helps you to improve your performance and achieve your goals.
Remember that it's never too late to start working on
your weakness to achieve your desired goal. Again, thank you
so much for tuning in, and I hope that you
have a great weekend, thank you, and have a nice day.
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